Shell fired white staffers at Houston offices for ‘weaker’ diverse hires in ‘discriminatory’ purge: lawsuit
https://nypost.com/2025/08/27/business/shell-ousted-white-security-staffers-for-weaker-diverse-hires-in-discriminatory-purge-lawsuit/
29 replies (most recent on top)
Woke
Who takes the fall for what is clearly a mandated company wide practice. Good luck to all the frontline managers. Remember, omerta, you sc-mbags.
OUCH. The case is going through America First Legal. Google their relationship with Stephen Miller. Watch out for falling dominos.
The future of Shell is uncertain. But it’s certainly not prosperity or growth. It’s likely to slowly wither away as solar and batteries keep getting better.
The company will likely shift more roles to India in the near term, but AI-driven automation may erode many of those positions before India can capture long-term benefits, as happened with previous outsourcing waves like China.
In Europe, legacy employment protections will keep some roles intact, but largely as oversight functions—managing what remains offshore until retirement. Then gone forever.
In a twist reminiscent of the move from the Netherlands to London, Shell may eventually shift its HQ to the U.S., seeking looser regulation and fewer restrictions on workforce reductions.
Many US employees are being pushed out by Euro centric leadership not just for cheaper resources, but because there is a disdain for Americans. Man, woman, white, brown, black, does not matter. If you are American good luck.
May they all reap what they sow.
@zr in the past 5 years I’ve gotten 2 PSPs and 2 higher for IPFs, yet I was denied 5 promotions because I was deemed too valuable and it was just not the right time for my team to let me leave. I don’t think it would be as bad if Shell allowed you to be promoted in role and have dual graded roles, but that’s not how Shell works.
@c5 I have averaged a 1.3 IPF over the past decade. Got one outstanding in there with no PSPs. Progressing slower than people who only have one or two 1.3s in the same timespan. Mickey Mouse company.
@pg so true. I saw an engineer destroy 3 DW wells in a matter of 5 years. Like crater them to an unusable state. Said person is now either a 1 or A.
What a PR disaster for Shell! If that tears jar bit is true, how can they possibly NOT immediately fire that line manager?
@pg of course you do not get promoted, because your monkey manager needs you to be successful. If you do a bad job they promote.you away. I have seen it esp in IT.
to make it clear how bad DEI is at shell, this legal complaint claims that the white people being replaced with diverse candidates were literally given “tear jars” by their line manager as a blatant taunt.
this needs to be in the mainstream news, that’s crazy
Here is the complaint. Very detailed:
https://media.aflegal.org/wp-content/uploads/2025/08/28110806/Taylor-v-Shell-Complaint.pdf
@jn I have been repeatedly told if you are a high performer you more than likely won’t get promoted as soon as you should. Also, I was told to get promoted I needed to su-k more. If you look, it is typically those who aren’t doing as good of a job that get promoted. I know this is not the case all the time, but it does seem to happen quite often.
if i knew this company rewards changing your entire job via networking as the main way by far to get promoted i never would have joined and i doubt any other high performers would either
i’ll be sure to spread the word
@c5 you did get 2x the bonus people not busting their ar-e got at least
Doesn’t sound real
@f0
Guardians of the Pecten
These are security guards.
You know when you sign the severance settlement package you state that you will not sue shell for all this blatant cr@p they do. Ya gotta weigh the odds that you can PROVE it and how long it would take in court to get that verdict... and then how long to get paid vs the 3weeks per year of service.
My observation and experience is that the discrimination at Shell was more about gender than race, actually gender preference was part of it too.
i got outstanding 2/3 years in a row with a gap in the middle.
they don’t even give stock for outstanding anymore. much less a promotion
anyone busting their a-s here is wasting their life at the wrong company. the industry is dying out and the company is just a bunch of middle aged and up people resting and vesting who will swat you down to defend their moats with their last breaths until they get severed
If it wasn’t for DEI I never would have been promoted. I spent too many years thinking that if I busted my a ss I would get the promotion. I have years of top tier ratings and value being brought to the company in the form of actual money. I received a few SRAs and stock awards but never the golden ticket of the next job grade until DEI came into the picture. It is a damn shame that leaders don’t recognize talent.
not gonna lie, it was so fun to watch the HQ move from the NL to london and the eventual inevitable results
the dutch job council is way less powerful
dutch people don’t want to work here anymore anyway and just wanted a package and an exit instead of a new role during the last reshape. “you’re not my friend anymore” energy abounds.
Unfortunately, discrimination in all forms has been the story of mankind.
Yet all this focus on DEI color and females, what about the blatant distain the Brits and Dutch have for any Americans? I saw it and heard it many times in my years at Shell.
Brit mgr “I don’t want an American in that position”.
But he’s/she’s well qualified, top tier rating, knows the region well, lives here so no associated expat expense.
Brit mgr “I said I don’t want an American in that position.”
Well there ya go; passport discrimination is perfectly acceptable. Got it?
it’s pretty amazing to see senior leadership condone hiring people because they are darker skinned one moment and then in the same meeting explain that our capital expenditure ratio is not in par with competitors the next
gee why don’t we get the return on capital others do when we promote by genitals and skin tone over merit? 🤡 world
@b9 they have been doing this for the past 4-5 years whenever there are reorganizations and asset closures. Any MOR process basically can have this happen. If there are no interviews then you are beholden to the DEI scorecard. Again another problem with Shell in how it doesn’t value expertise. It is too concerned with hitting DEI metrics instead of actually putting the right person in the right job. And the company wonders why we struggle making money.
@as+1k3p6wvrv
Why?! Because they are veterans, not sheeple.
THANK YOU FOR YOUR SERVICE TO THIS COUNTRY. AGAIN.
They said in the HR meetings DEI targets would be used as a factor in the hiring.
Why did shell not pay big money to these people to exit quietly like they usually do?
happens all the time
tons of under-qualified women and indians getting huge jumps
tons of tiebreakers for hiring coming down to skin tone
lots of DEI meetings committees and messaging and weird psychological talk about how it’s good for everyone
also total psyop stuff like “yeah we have metrics for it but of course we would never make biased decisions in order to move those metrics. even though our VPs and EVPs have it on their GPAs that they want those numbers to be more diverse and throw parties when they get that way, nope we would never be biased”
crazy times. bonus outcomes are tied to diversity for senior leaders. what do you expect to happen? hello incentives, meet outcomes